Motivation Essay

Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

As element that drives the person to strive for the best within his or her own capacity, Guay et al. (2010) defined motivation as reasons that underlie behaviour. It is also interpreted by Huitt, W. (2011) cited Kleinginna and Kleinginna (1981) as an internal state or condition (sometimes described as a need, desire, or want) that serves to activate or energize behaviour and give it direction. With that resonance, it is construed that Theory of Motivation is the conceptual representation that is applicable across many domains of behaviour and provides insights into why behaviour is initiated, maintained, directed and so forth, as per suggested by Graham and Weiner (1996).

Because equity theory is important for motivation in the workplace, imbalances in the workplace can be crucial. Some employees may feel as if they are putting in more than what they are receiving from the organization. When this happens, there can be unwanted tension between employer and employee. If the employee manual states that the company is transparent with pay practices there will likely be less tension. Also, if employees know that high education and more work experiences get paid more, then there will also be less tension between, but more room to build stronger relationships between employee and

Some anthropologists even believe that it is cohesive nature of being group animals that contributed to the eventual civilization of humanity. Because we are group animals by nature, it is typical for us to compare ourselves with others. Equity theory is a theory that helps us understand satisfaction in terms of fair or unfair distribution of resources within groups or interpersonal relationships. These resources may be monetary, emotional, intellectual, but center on the issue of how an individual perceives themselves as either under-rewarded or over-rewarded, and the stress this causes that person. Equity theory holds that the actual perception of unfairness is a significant and powerful motivating force within the workplace, and a significant barrier to intimacy in personal relationships. This tends to complicate the manner in which managers interact with employees to find ways (salary, praise, training, education, experience) to allow for the greatest possible productivity, or for interpersonal relationships to actualize (Montana and Chanrov, 2008).

Motivation is set unique techniques that a trade undertakes to invigorate their employees to put off their nice effort in work so far as the company is concerned. This advantages the company as it raises the output of the products as a result of the multiplied difficulty took by the employees. Moreover to this, it enables the company to arrive high phases of output which also results in the fact that, they are additionally reluctant to take unnecessary days off from work. The two theories of motivation are Abraham Maslow's conception of needs and Frederick Herzberg's Two-Theory idea.

This report aims to critically evaluate two process theories of motivation which is the Expectancy Theory by Victor Vroom and the Equity Theory by John Stacy Adams.

4. 3 Major Types of Motivation Theories  Content Theories of Motivation WHAT motivates us  Process

‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained,

First two theories are still based on the classic motivation theories, but show them from a different angle. Second two raise the issue of goal setting – practical use of motivation.

Motivation and theories -------------------------- 2.1. Definition and theory framework ------------------------------------ Motivation can be described as the driving force of individual behaviour to fulfill needs or achieve goals. Mitchell defines motivation as 'the degree to which an individual wants and chooses to engage in certain specified behaviours' (Mullins 2002:418). In terms of this definition, various theories have been developed around.

An aspect of motivation that was answered early on in research was learning to understand individual needs. In early research, it was believed that employees worked or were motivated to do so based upon their needs; they were motivated to satisfy their needs in other words. There are four main need-based theories of motivation include: Maslow’s Hierarchy of Needs, the ERG theory, Herzberg’s Dual Factor Theory, and McClelland’s Acquired Needs Theory (Carpenter, Bauer, Erodgogan & Short, 2013).

One of your managers has an ongoing problem with one of his staff. He has been trying to use behavioural modification to change the staff member’s behaviour of continually interfering with the work of one of her colleagues (whose job she used to do). He has so far tried moving the offender physically away from her colleague, ignoring the interference (along with the colleague) in the hope that it would stop, and rewarding the staff member when she does not interfere. This situation has now been going on for six months, your manager has run out of ideas, and he has asked for your help. What advice would you give from your knowledge of motivation theory?

Motivation is simply defined as the desire to do things. In business, Motivation is giving a reason to an employee to boost their productivity. It is in human nature to work harder and more efficiently towards something that has higher output reward.

One’s personality can be understood from the people they mingle with.” With this said, I find myself most influenced and inspired by personalities similar to mine. Whether it is an innate biological factor or a result of my upbringing, I find myself to be an anthology of all the personalities within my immediate family. My family’s personalities and leadership qualities are all similar and have been highly instrumental in my own personality.